UNIT 2 - HUMAN RESOURCE PLANNING, RECRUITMENT & SELECTION (2).ppt
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Presidency College
Hebbal – Kempapura, Bengaluru – 560024
www.presidencycollege.ac.in
HUMAN RESOURCE PLANNING,
RECRUITMENT & SELECTION
UNIT 2
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Unit II: Acquiring Human
Resources 08 Hours
• Human Resource Planning – Job Analysis
and Design. Job Description, Job
specification and Job Evaluation, Job
Restructuring – Job Rotation, Job
Enlargement and Job Enrichment.
Recruitment and Selection – Placement –
Induction and Orientation.
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Human resource planning is the process in which an
organization attempts to estimate the demand for
labor and evaluate the size, nature and sources of
supply which will be required to meet the demand
Estimate the work force
Staffing policies and program
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Objectives of HR Planning
To review the Human resource needs for future and
making plans for recruitment and selection
To identify the skills required in future
To determine the training and development needs for the
organization
To anticipate surplus or shortage of staff and avoiding
unnecessary detentions and dismissals
To ensure the controlling of wage and salary cost
To ensure optimum use of human resource in the
organization
To consider the higher labor productivity
To ensure career planning of all the employees
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Importance of HR Planning
• It gives the company the right kind of workforce at the
right time frame and in right figures.
• In striking a balance between demand-for and supply-of
resources, HRP helps in the optimum usage of resources
and also in reducing the labor cost.
• Cautiously forecasting the future helps to supervise
manpower in a better way, thus pitfalls can be avoided.
• It helps the organization to develop a succession plan for
all its employees. In this way, it creates a way for internal
promotions.
• It compels the organization to evaluate the weaknesses
and strengths of personnel thereby making the
management to take remedial measures.
• The organization as a whole is benefited when it comes
to increase in productivity, profit, skills, etc., thus giving
an edge over its competitors.
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Job Analysis Definition
Systematically identifying tasks, duties and
responsibilities expected to be performed in a job as well
as competencies—knowledge, skills, and abilities (KSAs)
the employees must possess to be successful in the job.
Need for Job analysis
Job analysis provides information to organizations that help
them in determining the best person for the specific job.
Prepare job descriptions and job specifications which help the
organization to hire the right workforce.
Foundation for bringing improvements including: definition of
a job domain; description of a job; development of
performance appraisals, selection systems, promotion criteria,
training needs assessment, and compensation plan.
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JOB ANALYSIS
A job analysis is the process used to collect information
about the duties, responsibilities, necessary skills, outcomes,
and work environment of a particular job.
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Job Design
Job design is about the way that tasks are
combined to form complete jobs in the
workplace.
It aims at outlining and organising tasks,
duties and responsibilities into a single
unit of work for the achievement of certain
objectives. It also outlines the methods and
relationships that are essential for the
success of a certain job. In simpler terms it
refers to the what, how much, how many
and the order of the tasks for a job/s.
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Job Discription
A job description is a detailed written statement
outlining the job’s main objectives, activities, and
responsibilities. A well-written job description will:
1) Clearly define the set of tasks and duties that a
worker needs to do to complete their jobs correctly
2) Describe clearly and accurately the duties and
skills required by the job
3) Explain what performance levels are expected
4) Provide input as to whether training is needed
or not
5) Provide data regarding salary range
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Job Specification
A job specification is an official document
which describes the duties, required
knowledge, skills and abilities, and
minimum qualifications required to
perform the job.
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Job Rotation
• Job Rotation - Job Rotation is a management approach where
employees are shifted between two or more assignments or jobs
at regular intervals of time in order to expose them to all
verticals of an organization. It is a pre-planned approach with
an objective to test the employee skills and competencies in
order to place him or her at the right place. In addition to it, it
reduces the monotony of the job and gives them a wider
experience and helps them gain more insights.
• Job Rotation is a management approach where employees
are shifted between two or more assignments or jobs at
regular intervals of time in order to expose them to all
verticals of an organization.
• It is a pre-planned approach with an objective to test the
employee skills and competencies in order to place him or
her at the right place. In addition to it, it reduces the
monotony of the job and gives them a wider experience and
helps them gain more insights.
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Job enlargement
• Job Enlargement – Job enlargement is a job design
technique wherein there is an increase in the number of
tasks associated with a certain job. In other words, it
means increasing the scope of one’s duties and
responsibilities. The increase in scope is quantitative in
nature and not qualitative and at the same level.
• Job enlargement is a job design technique wherein
there is an increase in the number of tasks
associated with a certain job.
• In other words, it means increasing the scope of
one’s duties and responsibilities. The increase in
scope is quantitative in nature and not qualitative
and at the same level.
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Job Enrichment
• Job Enrichment - Job enrichment and job enlargement are
both methods for increasing employees' enthusiasm and
commitment. By increasing the scope of their jobs, both
approaches can engage employees more fully. Job
enlargement involves adding responsibility; job enrichment
involves making the work more meaningful.
• Job enrichment means a vertical expansion of a job. It is
different from job enlargement. Job enlargement means a
horizontal expansion of a job.
• Job enrichment makes the job more meaningful, enjoyable
and satisfying. It gives the workers more autonomy for
planning and controlling the job. It also gives the workers
more responsibility. Job enrichment gives the workers
opportunities for achievement, recognition, advancement
and growth. So, the workers are motivated to work harder
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Recruitment Meaning
Recruitment is searching for
prospective employees and stimulating
and encouraging them to apply for jobs
in an organization.
Recruitment is a step-by-step process of
locating, identifying, and attracting
qualified people to apply for the vacant
post in an organization.
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Definition
According to Edwin B. Flippo, “Recruitment
is the process of searching for prospective
employees and stimulating them to apply
for jobs in the organization.”
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The objectives of recruitment are:
(i) To attract people with multi-dimensional
skills and experiences those suit the present
and future organisational strategies,
(ii) To induct outsiders with a new
perspective to lead the company,
(iii) To infuse fresh blood at all levels of the
organisation,
(iv) To develop an organisational culture that
attracts competent people to the company,
v) To search or head hunt people whose skills
fit the company’s values,
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The objectives of recruitment are:
(vi) To devise methodologies for assessing
psychological traits,
(vii) To seek out non-conventional
development grounds of talent,
(viii) To search for talent globally and not
just within the company,
(ix) To design entry pay that competes on
quality but not on quantum,
(x) To anticipate and find people for
positions that does not exist yet.
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Internal Methods
1) Selecting top talents within an
organization to higher level
2) Promotions
3) Internal Advertisement
4) Former Employees on contract
basis
5) Former Employees on part time
work
6) Temporary employees to
permanent
7) Contract employees to temporary
8) Contract employees to permanent
9) Retired employees for freelancer
position
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Factors Affecting Recruitment
Internal Factors
Size of Organization
The size of the organization is one of the most important factors affecting the
recruitment process. To expand the business, recruitment planning is mandatory for
hiring more resources, which will be handling the future operations.
Recruiting Policy
Recruitment policy of an organization, i.e., hiring from internal or external sources of
organization is also a factor, which affects the recruitment process. It specifies the
objectives of the recruitment and provides a framework for the implementation of
recruitment programs.
Image of Organization
Organizations having a good positive image in the market can easily attract competent
resources. Maintaining good public relations, providing public services, etc., definitely
helps an organization in enhancing its reputation in the market, and thereby attract
the best possible resources.
Image of Job
Just like the image of organization, the image of a job plays a critical role in
recruitment. Jobs having a positive image in terms of better remuneration, promotions,
recognition, good work environment with career development opportunities are
considered to be the characteristics to attract qualified candidates.
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Factors Affecting Recruitment
External Factors
External factors are those that cannot be controlled by an
organization. The external factors that affect the recruitment
process include the following −
Demographic factors − Demographic factors are related to
the attributes of potential employees such as their age,
religion, literacy level, gender, occupation, economic status, etc.
Labor market − Labor market controls the demand and
supply of labor. For example, if the supply of people having a
specific skill is less than the demand, then the hiring will need
more efforts. On the other hand, if the demand is less than the
supply, the hiring will be relative easier.
Unemployment rate − If the unemployment rate is high in a
specific area, hiring of resources will be simple and easier, as
the number of applicants is very high. In contrast, if the
unemployment rate is low, then recruiting tends to be very
difficult due to less number of resources.
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Factors Affecting Recruitment
External Factors
Labor laws − Labor laws reflect the social and political
environment of a market, which are created by the central and
state governments. These laws dictate the compensation,
working environment, safety and health regulations, etc., for
different types of employments. As the government changes,
the laws too change.
Legal considerations − Job reservations for different castes
such as STs, SCs, OBCs are best examples of legal
considerations. These considerations, passed by government,
will have a positive or negative impact on the recruitment
policies of the organizations.
Competitors − When organizations in the same industry are
competing for the best qualified resources, there is a need to
analyze the competition and offer the resources packages that
are best in terms of industry standards.
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SELECTION
“The process of interviewing
and evaluating candidates for a
specific job and selecting
an individual for employment b
ased on certain criteria.”
“Selection is the process of differentiating
between applicants in order to identify and hire
those with a greater likelihood of success in a job.”
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Induction - Meaning
An induction program is the process used within
many businesses to welcome new employees to the
company and prepare them for their new role.
Induction gives a new employee an objective view of
your company, organizational culture, and work ethic,
which will allow the employee to better integrate into the
workplace.
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PURPOSE OF INDUCTION
• A sense of belongingness is created in the mind of the new
employee.
• It gives favourable impression about the organization.
• It gives chances of increasing loyalty towards the
organization and reduction in the rate of labour turnover.
• It leads to regular and honest participation, and timely
completion of the task by the employee.
• It helps in removal of anxiety, bias and confusion about the
organizational details.
• It leads to the development of good and favourable public
image of the company.
• Adjustment with peers, seniors and the work assigned
becomes easy.
